You have identified a training need. The next question is how best to deliver it. Should you send employees to a scheduled public course, or would an in-house programme work better for your team? Neither format is automatically better. The right choice depends on how many people need the skill, how specific the training needs to be, and what you want employees to be able to do differently afterwards. Choose a public course when a few people need the skill A public course can work particularly well when one or two employees need training on a defined topic and can attend an existing scheduled date. Public courses also give delegates the opportunity to learn alongside professionals from other organisations, which can introduce useful perspectives and practical examples. For example, a newly appointed manager may benefit from attending a scheduled course on conducting a disciplinary enquiry rather than waiting until enough colleagues require the same training. Our 2027 public course schedule will be available soon, covering a broad range of topics across HR, labour law, Employment Equity, B-BBEE, leadership, management, AI, business skills and more. Consider in-house training when the team needs a shared approach In-house training can be particularly effective when several employees need the same skills or when the learning needs to reflect the organisation's own environment. Any of the programmes offered on our public course schedule can also be delivered in-house, either virtually or on-site. But an in-house programme does not have to be an exact copy of the public course. We can customise the content around: Your organisation's training objectives; The experience level of the delegates; Internal policies and procedures; Industry-specific challenges; Real workplace scenarios; The amount of time available; The skills employees need to demonstrate afterwards. This allows the programme to focus on what is actually relevant to the people in the room. Why customise an in-house training programme? The purpose of training should not simply be to complete a workshop. It should result in knowledge and skills that employees can apply in their work. Customised training allows examples, exercises and discussions to reflect the challenges employees actually encounter. It also gives teams an opportunity to develop a common understanding of how a particular process or responsibility should be handled within their organisation. For example, instead of delivering generic grievance training, an in-house programme could focus specifically on helping managers: Identify grievances correctly; Follow the organisation's internal procedure; Conduct the first meeting confidently; Document the process consistently; Know when a matter should be escalated. The training objective becomes much clearer, and the programme can be built around achieving it. When does in-house training make financial sense? In-house delivery can also become attractive when several employees would otherwise attend the same public course. Rather than making multiple individual bookings, the organisation can train a larger group together while gaining the additional benefit of customised content. Other practical benefits can include: Greater flexibility around dates; Virtual or on-site delivery; Reduced employee travel; Training around operational schedules; Consistent learning across teams; More opportunity for organisation-specific discussion. Start with the outcome you want Before choosing a training format, define what success should look like. For example: “Our managers must be able to manage the first stages of a grievance consistently.” is much more useful than: “We need an HR workshop.” Consider: Who needs the training? What do they need to know or do afterwards? How many employees need the skill? Are there organisation-specific policies or processes involved? How much time is available? Should the programme be virtual or on-site? These answers help determine whether a public course or customised in-house programme will deliver the strongest result. Public or in-house? You do not necessarily have to choose between them Our public course schedule can also be used as a starting point for your organisation's internal training plan. If you see a course that addresses a relevant need, we can deliver that programme in-house or adapt it around your organisation's specific objectives. That could mean adjusting the duration, combining selected topics, incorporating internal policies, adding practical exercises or designing a broader programme around the capabilities your team needs to develop. Our 2027 public course schedule will be live soon, but organisations planning their training for the year can already begin identifying priority skills and considering where public or customised in-house training would provide the most value. The goal is not simply to deliver training. It is to make sure the learning lands with your employees, builds the required capability and can be applied back in the workplace. This article is for informational purposes only and does not constitute legal advice. For specific legal guidance on protected disclosures, employment practices, or compliance obligations, consult a qualified labour law practitioner. © 2026 Global Business Solutions (GBS). All rights reserved. Stay ahead of South Africa’s changing labour law South Africa’s workplace laws are reaching The Tipping Point. Join us at #ALLU2026 – the Annual Labour Law Update for a practical update on the latest case law, legislative changes, Employment Equity developments, AI in the workplace and the issues employers need to prepare for now. Get the insight. Understand the impact. Make better workplace decisions. Register for #ALLU2026 View our upcoming events: Upcoming Events and Qualifications, like #ALLU2026; AI wearables in the workplace: employee rights, employer obligations & policy controls; CLAUDE for Employment Relations; AI & the Future of Work: The CHRO Roadmap and the AI Compass High Impact Workshop Series (Only 4 Sessions). *All workshops are offered as customised in-house training that can be presented virtually or on-site.

Attending a labour law update is valuable. The harder part often comes weeks or months later. A disciplinary issue arises. A manager asks about consistency of sanction. A grievance raises a question you remember hearing about at a seminar—but you cannot remember which judgment dealt with it. That is why this year's Annual Labour Law Update (ALLU 2026) has been designed to extend beyond the seminar itself. Every registered delegate receives six months of access to the ALLU Update BotBuddy, together with a broader package of practical labour law resources valued at more than R30,000. The aim is simple: help delegates not only learn what has changed, but find and apply that knowledge when they actually need it. What is the ALLU Update BotBuddy? The Update BotBuddy is an AI-powered labour law resource available to registered #ALLU2026 delegates. Rather than searching manually through hundreds of pages of seminar material when a workplace question arises, delegates can use BotBuddy to work with the labour law content covered through our Mid-Year and Annual Labour Law Update programmes. The resource includes cases covered through MLLU and ALLU programmes since 2023, giving delegates a growing body of practical South African labour law material to work with. What can the Labour Law BotBuddy do? BotBuddy is designed to help HR, Employment Relations, Industrial Relations and labour law professionals work with the material more efficiently. Delegates can use it to: Search for relevant labour law cases by topic; Generate concise case summaries; Explore cases connected to a workplace issue; Draft practical checklists; Develop policy clauses; Work through the case material covered during the updates; and Export useful responses for future reference. For example, instead of trying to remember which case dealt with inconsistency in disciplinary sanctions, a practitioner can use BotBuddy to explore the relevant material and quickly identify useful cases and principles to investigate further. AI does not replace professional judgement or legal advice. What it can do is make a large body of information considerably easier to navigate. How long do ALLU delegates get access to BotBuddy? Registered ALLU 2026 delegates receive six months of BotBuddy access. That is important because most of the value from a labour law update is realised after the seminar. You may not need information about demotion, protected disclosures, operational requirements or off-duty misconduct on the day you attend ALLU. You may need it three months later when exactly that issue lands on your desk. BotBuddy helps keep the learning accessible long after the presentation has ended. What labour law material do ALLU delegates receive? BotBuddy is only one part of the resource package. ALLU 2026 delegates also receive a curated electronic compilation of more than 200 South African labour law cases, with approximately 40 significant cases unpacked in greater depth during the programme. This means delegates have both the underlying resource material and an AI-powered way to navigate and work with it afterwards. What other value adds are included with ALLU 2026? Every registered delegate receives an additional resource package valued at more than R30,000, including the 200+ case compilation, professionally bound presentation slides, six months of Update BotBuddy access, our GBS WhatsApp Community, one month of free access to selected GBS CPD webinars, access to our Employment Equity Tool, practical policy templates and applicable APSO/SABPP CPD points. The intention is to make ALLU more than a once-off legal briefing. Delegates leave with resources they can continue referring to throughout the months that follow. Why does this matter for HR and Employment Relations professionals? South African labour law continues to evolve through legislation, regulatory developments and decisions from the Labour Court, Labour Appeal Court, Constitutional Court and arbitration forums. Knowing that a new case exists is one thing. Being able to find the relevant principle when a real workplace matter arises is another. That is where searchable resources and AI-supported knowledge tools can become particularly useful. Instead of training being something that ends when delegates leave the room, the knowledge remains available for practical application. Who gets access to the ALLU BotBuddy? Six months of Update BotBuddy access is included for registered ALLU 2026 delegates. There is no separate BotBuddy purchase required as part of the delegate package. It accompanies the seminar learning, case compilation and other ALLU resources so delegates can continue working with what they have learned. A practical next step The Annual Labour Law Update 2026 – The Tipping Point kicks off in East London on 21 October, followed by sessions in Johannesburg, Durban, Cape Town and Gqeberha, together with Zoom and Microsoft Teams options during November and a second Cape Town session on 1 December. Led by Professor Jonathan Goldberg, with contributions from John Botha and Thembi Chagonda, ALLU 2026 examines the labour law developments employers need to understand now—from changing case law and the new Code of Good Practice on Dismissal to Employment Equity, NEDLAC's proposed legislative amendments, protected disclosures, AI and digital workplace conduct. But this year, the learning does not end at 15:30. With six months of BotBuddy access, 200+ curated cases and a resource package valued at more than R30,000, delegates leave with practical tools designed to help them continue applying the update throughout the months ahead. Live attendance: R3,990 excl. VAT | Virtual attendance: R2,990 excl. VAT Explore ALLU 2026 and register here This article is for informational purposes only and does not constitute legal advice. For specific legal guidance on protected disclosures, employment practices, or compliance obligations, consult a qualified labour law practitioner. © 2026 Global Business Solutions (GBS). All rights reserved. Stay ahead of South Africa’s changing labour law South Africa’s workplace laws are reaching The Tipping Point. Join us at #ALLU2026 – the Annual Labour Law Update for a practical update on the latest case law, legislative changes, Employment Equity developments, AI in the workplace and the issues employers need to prepare for now. Get the insight. Understand the impact. Make better workplace decisions. Register for #ALLU2026 View our upcoming events: Upcoming Events and Qualifications, like #ALLU2026; AI wearables in the workplace: employee rights, employer obligations & policy controls; CLAUDE for Employment Relations; and the AI Compass High Impact Workshop Series (Only 4 Sessions). *All workshops are offered as customised in-house training that can be presented virtually or on-site.

The Labour Appeal Court has overturned a finding of unfair dismissal in WBHO Construction (Pty) Ltd v Masenya (2026), holding that a valid mutual separation agreement does not constitute a dismissal and falls outside the scope of retrenchment procedures under the Labour Relations Act (LRA). The employee was employed by WBHO Construction as a grader operator from April 2018. In November 2020, discussions arose about operational requirements and a possible transfer to a Northern Cape project. The employee declined the relocation, citing family commitments. Following these discussions, the parties signed a document titled a “Mutual Separation Agreement” on 3 December 2020. In terms of the agreement, the employee received a severance package of over R181,000 in full and final settlement of any claims. However, the employee later challenged the termination, alleging that he had been unfairly dismissed under the guise of a mutual separation. The dispute was referred to the Bargaining Council for the Civil Engineering Industry. The Arbitrator found that, despite its title, the agreement resembled a retrenchment letter and that no proper consultation process in terms of section 189 of the LRA had been followed. The Arbitrator concluded that the employee had been unfairly dismissed and ordered his reinstatement with repayment of the severance amount. WBHO sought to review the award in the Labour Court. The Court upheld the arbitrator’s decision, finding that the employer could not use a mutual separation agreement to bypass statutory retrenchment procedures. It held that the dismissal was both procedurally and substantively unfair. On appeal, the Labour Appeal Court took a different view. It emphasised that the central issue was whether a valid agreement existed between the parties. This, the Court held, is a jurisdictional question requiring application of the correctness test, not the reasonableness test applied by the arbitrator and Labour Court. The Court found that the parties had freely and voluntarily concluded a mutual separation agreement. There was no evidence of coercion, and the employee accepted the terms in full and final settlement. As such, the agreement was valid and enforceable. Importantly, the Court held that where a valid mutual separation agreement exists, there is no dismissal. Consequently, the bargaining council lacked jurisdiction to determine an unfair dismissal dispute. The Court further rejected the notion that an employer is barred from concluding a mutual separation agreement merely because operational requirements had been discussed. It held that parties remain free to contract, even in the context of potential retrenchment, provided the agreement is genuinely consensual. The appeal was upheld. The Labour Appeal Court set aside both the Labour Court’s judgment and the arbitration award, substituting them with a finding that the employee had not been dismissed. No order as to costs was made. The judgment underscores the legal distinction between consensual termination and dismissal. It confirms that a properly concluded mutual separation agreement will be upheld, and that such agreements cannot lightly be recharacterised as retrenchments in the absence of evidence of coercion or lack of genuine consent. This article is for informational purposes only and does not constitute legal advice. For specific legal guidance on protected disclosures, employment practices, or compliance obligations, consult a qualified labour law practitioner. © 2026 Global Business Solutions (GBS). All rights reserved. Stay ahead of South Africa’s changing labour law South Africa’s workplace laws are reaching The Tipping Point. Join us at #ALLU2026 – the Annual Labour Law Update for a practical update on the latest case law, legislative changes, Employment Equity developments, AI in the workplace and the issues employers need to prepare for now. Get the insight. Understand the impact. Make better workplace decisions. Register for #ALLU2026 View our upcoming events: Upcoming Events and Qualifications, like #ALLU2026; AI wearables in the workplace: employee rights, employer obligations & policy controls; CLAUDE for Employment Relations; and the AI Compass High Impact Workshop Series (Only 4 Sessions). *All workshops are offered as customised in-house training that can be presented virtually or on-site.

Annual Employment Conference 2027 (#AEC2027) Thursday, 11 March 2027 | Live OR Virtual 0 The Annual Employment Conference 2027 (#AEC2027) brings together South Africa's HR leaders, employment law specialists, business executives and policymakers to explore the future of work in an AI-enabled economy. Under the theme Ubuntu 3.0: Leading Humanely in the Intelligent Workplace , this flagship conference examines AI and employment law, labour market trends, Employment Equity sector targets, youth employment, wage negotiations, digital transformation and responsible leadership. Join industry experts for keynote presentations, panel discussions, practical case studies and live AI demonstrations as we explore how South African organisations can balance technological progress with fair work, inclusive growth and human-centred leadership. Date: 11 March 2027 | Venue: Maslow Hotel, Sandton | Virtual attendance: Microsoft Teams | In-person: R4,350 excl. VAT | Virtual: R3,250 excl. VAT | Optional SABPP Certificate : R55 excl. VAT Great news, registrations are OPEN! Register Now Time & Location 23 January 2025, Thursday, 09:00 - 12:00 VirtualC About The Event Annual Employment Conference 2027: Ubuntu 3.0 – Leading Humanely in the Intelligent Workplace People. Purpose. Policy. Progress. Together. The future of work is being shaped by artificial intelligence, economic uncertainty, changing employment legislation and growing expectations around fairness, inclusion and leadership. As technology changes how organisations operate, South African employers face an increasingly important question: How do we embrace innovation while ensuring that people remain at the centre of employment decisions? The Global Business Solutions Annual Employment Conference 2027 (#AEC2027) brings together leading HR strategists, business leaders, policymakers, employment law specialists and innovators to address this question and explore the forces reshaping South Africa's employment environment. Under the theme Ubuntu 3.0: Leading Humanely in the Intelligent Workplace, the conference examines how the African philosophy of Ubuntu can guide responsible AI adoption, employment policy, workplace transformation and inclusive economic growth. At the heart of the conference is a simple principle: Umuntu ngumuntu ngabantu — a person is a person because of others. As AI becomes increasingly embedded in recruitment, workforce management, decision-making and organisational operations, this principle offers a human-centred foundation for balancing innovation with dignity, fairness and accountability. Through expert keynotes, thought-provoking panel discussions, real-world case studies and practical demonstrations, AEC 2027 will help delegates understand the latest developments in employment law, labour market policy, artificial intelligence and workforce strategy. Stay tuned for the full speaker line-up #watchthespace! What the conference will cover Ubuntu 3.0 and the future of work: Why Ubuntu matters now and how organisations can reimagine work in an AI-enabled, human-centred world. Economic outlook and labour market 2027: South Africa's economic growth, unemployment, youth opportunities, international trade shocks and post-election policy direction. AI and employment: Policy and practice: Developments in South African employment legislation, emerging AI applications and their implications for jobs, workplace policies and employer responsibilities. Employment Equity: The first sectoral target cycle: The reviewed EE Code of Good Practice, Section 53 compliance, workforce data and leadership accountability. Youth employment: From potential to participation: Youth employment trends, the return on investment of employment initiatives and pending regulatory amendments. Pay, bargaining and protests: The 2026/27 wage settlement environment, National Minimum Wage developments, remuneration governance and lessons from recent labour protests. BPO, digital work and industry transformation: The changing business process outsourcing sector, digital work and the role of HR in building trust and making people-focused decisions in automated workplaces. South Africa in a global context: How international developments and major geopolitical and economic forces could affect South African employers. Leadership lessons from sport and business: Perspectives on leadership, resilience, performance and organisational success from prominent South African leaders. AI Compass Lab and live demonstrations: Practical AI bot demonstrations, tool validation, governance accountability and real-world applications of AI in business and employment. Why attend AEC 2027? AEC 2027 goes beyond a conventional employment law update. It connects the economic, technological, legal and human factors influencing how South African organisations will operate in 2027 and beyond. Delegates will have the opportunity to hear from industry leaders, participate in discussions on emerging employment challenges, examine practical applications of AI and connect with executives and professionals shaping the country's employment environment. The conference is designed to help organisations prepare for changes in employment policy, strengthen workforce decision-making, understand emerging compliance requirements and build workplaces where technology and people can succeed together. Who should attend? The conference is particularly relevant to Chief Human Resources Officers (CHROs), HR Directors and Managers, Employee and Industrial Relations professionals, Employment Equity and Transformation specialists, employment law practitioners, business executives, policymakers, organisational development professionals and leaders responsible for workforce strategy, digital transformation and responsible AI adoption. Conference details Date: Thursday, 11 March 2027 In-person venue @ The Maslow Hotel, Sandton, Johannesburg Virtual attendance @ Microsoft Teams IN-PERSON: R3,990 excl. VAT per delegate VIRTUAL: R2,990 excl. VAT per delegate Group bookings: Book a table of eight and receive a 10% discount using code #TABLE . CPD points: 8 SABPP HR CPD points, with an additional certificate available for R55 excl. VAT. Presented by Global Business Solutions (GBS) - Your Partner in Strategic HR Compliance All workshops are offered as customised in-house training that can be presented virtually or on-site. *All courses and conferences are subject to minimum delegate numbers. GBS is: Qualifying Small Enterprise Level 2 B-BBEE Contributor 53% Black Owned More than 51% Black Women Owned Download Brochure Manual Registration Form Stay tuned for more #AEC2026 Speaker Reveal Series – new names, new perspectives, announced over the next few weeks. More about the industry-leading speaker lineup: Thembi Chagonda Joint-CEO of Global Business Solutions & Employment Equity Commissioner 2025 Thembi is a key advisor to several national and multi-national organisations on their employment equity strategies, policy development, and compliance, as well as a Commissioner representing business in the Employment Equity Commission. Jonathan Goldberg Chairman of Global Business Solutions Johnny has led labour law for 30 years, negotiating at plant, industry, and NEDLAC levels. He advises clients on regulatory changes and is a sought-after speaker. Key roles include Commissioner on the National Minimum Wage Commission, Labour Market Convenor at NEDLAC, and representative on the Employment Services Board. He is also a Chartered Director of the Institute of Directors South Africa. John Botha Joint-CEO of Global Business Solutions, Employment Equity Comissioner, & CEO of Circle And Square John Botha is a highly regarded leader in workforce solutions, labour law, and strategic business transformation. As Joint CEO of Global Business Solutions, he brings decades of experience and has shaped South Africa's labour and employment landscape through his roles on the Employment Equity Commission and Essential Services Commission. Joshua Botha Head of AI, Global Business Solutions Joshua Botha is the Head of AI at Global Business Solutions, where he leads the design and implementation of practical AI tools and intelligent automation workflows for clients. A 2024 BCom graduate from the University of Pretoria, he combines a strong business foundation with a hands-on focus on AI-driven process improvement. Joshua began his career at GBS in the B-BBEE division under the mentorship of Cindie van Blerk and Richard Ryding, gaining deep exposure to complex compliance, transformation, and regulatory risk work for high-profile clients. He has since succeeded Courtney Botha as Head of AI and now drives the continuous enhancement of GBS’s AI and automation portfolio, including its award-winning disciplinary inquiry bots. Working closely with John and the broader consulting team, Joshua is passionate about translating real HR and labour challenges into robust, compliant, and user-friendly AI solutions, and brings an energetic Gen Z perspective as a presenter and facilitator on the AI Compass Capacitation Programme. Register Now Be the first to know about upcoming events—keep in touch on our socials: Oct 21, 2026, 9:00 AM – 3:30 PM GMT+2 Annual Labour Law Update - East London (#ALLU2026) / East London, East London, South Africa Register Now Oct 21, 2026, 9:00 AM – 3:30 PM GMT+2 East London, East London, South Africa #ALLU2026: Your Ultimate Guide to Labour Law Changes in South Africa Navigate the most impactful labour law shifts of the year with #ALLU2026—South Africa’s flagship legal update for HR, legal, and business professionals. From digital transformation and foreign national compliance to the latest... Share Oct 23, 2026, 10:00 AM – 11:00 AM GMT+2 AI wearables in the workplace: employee rights, employer obligations & policy controls / Virtual Event Register Now Oct 23, 2026, 10:00 AM – 11:00 AM GMT+2 Virtual Event Smart glasses, AI-enabled wearables and connected devices are creating new workplace opportunities—but also new questions around privacy, information protection, BYOD, monitoring, security and employee rights. This practical webinar helps employers establish clear rules for AI wearable technology... Share Oct 28, 2026, 9:00 AM – 1:00 PM GMT+2 CLAUDE for Employment Relations / Virtual Training Register Now Oct 28, 2026, 9:00 AM – 1:00 PM GMT+2 Virtual Training Claude for Employment Relations: AI for HR, ER & Labour Law Professionals Transform the way you work with Claude AI. This practical webinar shows HR, Employment Relations, Labour Relations and Compliance professionals how to use Claude to draft policies, analyse legislation, prepare disciplinary... Share Load More

Annual Labour Law Update - DBN #ALLU2026 Wednesday, 11 November 2026 | Live R3 990.00 (excl. VAT), Durban Clients use discount code: #ALLU2026DBN to enjoy 15% off of you live ALLU ticket. *Only available until Friday, 23 October 2026 (16:00). #ALLU2026: Your Ultimate Guide to Labour Law Changes in South Africa Navigate the most impactful labour law shifts of the year with #ALLU2026 —South Africa’s flagship legal update for HR, legal, and business professionals. From digital transformation and foreign national compliance to the latest NEDLAC amendments and landmark court rulings, this event delivers everything you need to stay compliant and strategic. Join Jonathan Goldberg and the GBS leadership team for expert insights, a breakdown of 40+ game-changing cases, and a deep dive into the Code of Good Practice on Dismissals, LRA, BCEA, EE, and NMW amendments. 📍 Live & Virtual Sessions | 🎓 6 CPD Points R3 990 Excl. VAT (Live) | R2 990 Excl. VAT (Virtual) | R55.00 Excl. VAT Optional SABP Attendance Certificate *Durban Clients use discount code: #ALLU2026DBN to enjoy 15% OFF of you live ALLU ticket . Only available until Friday, 23 October 2026 (16:00). GBS had over 750 delegates in attanedance nation-wide in 2026. ⚠️ Seats are limited—secure your legal edge today! Great news, registrations are OPEN! Register Now Time & Location 11 November 2026, Wednesday, 09:00 - 15:30 Live in Durban, KZN About The Event Annual Labour Law Update 2026: The Tipping Point South African labour law has reached a tipping point. Major legislative proposals, developing case law, artificial intelligence, digital workplace conduct and new compliance demands are changing how employers make decisions about people, policies and risk. *Durban Clients use discount code: #ALLU2026DBN to enjoy 15% OFF of you live ALLU ticket . Only available until Friday, 23 October 2026 (16:00). The Annual Labour Law Update (ALLU) 2026 , presented by Global Business Solutions (GBS) , is a structured one-day labour law seminar for HR, employee relations, industrial relations, legal and compliance professionals. Built around the theme The Tipping Point: Eight Laws. One AI Revolution , ALLU 2026 examines the legal and workplace decisions employers must make now—and how those decisions could affect the next decade of work. Following the success of ALLU 2025 , which attracted more than 750 delegates nationwide and received ratings of 99.08% for the delegate experience , 98.72% for presenters and 98.9% overall , ALLU 2026 returns with updated case law, legislative analysis and practical workplace guidance. What will be covered at ALLU 2026? ALLU 2026 connects South African labour law developments with the workplace decisions employers face every day. During the seminar, delegates will: Examine important decisions from the Labour Court, Labour Appeal Court, Constitutional Court and CCMA Review case law affecting recruitment, remuneration, discipline, incapacity, discrimination, harassment, dismissal, retrenchment, collective bargaining, strikes and workplace rights Understand proposed and developing amendments affecting the Labour Relations Act, Basic Conditions of Employment Act, Employment Equity Act, Unemployment Insurance Fund legislation and National Minimum Wage Act Consider the implications of the Code of Good Practice on Dismissal , the Employment Services Amendment Bill , the Fair Pay Bill , COID developments and proposed whistleblower protections Explore the regulation of foreign nationals, labour migration and employment-services compliance Assess the effect of artificial intelligence, digital misconduct and new ways of working on employment relationships Identify where policies, employment contracts, disciplinary procedures and compliance practices may need to change Apply practical risk-management principles to restraint of trade, confidentiality, whistleblowing, fixed-term employment, harassment, protest action and dismissal Approximately 40 significant cases will be examined in detail, supported by an electronic compilation of more than 200 labour law cases . What will delegates gain from the seminar? Jonathan Goldberg, Chairman of Global Business Solutions , and the GBS facilitation team will explain each development in plain language, with clear answers to the question: What does this mean for employers? Delegates will leave equipped to: Reduce labour litigation and compliance risk Anticipate employee-relations flashpoints Update workplace policies, procedures and employment contracts Manage discipline, incapacity and dismissal more confidently Brief executives and clients on developing labour law requirements Make legally informed decisions about people, technology and workplace change Respond proactively instead of discovering legal changes after they affect the organisation What value adds are included with ALLU 2026? Every registered delegate will receive an exclusive resource bundle valued at more than R30,000 , including: An electronic compilation of more than 200 labour law cases A professionally bound set of presentation slides Six months of access to Update BotBuddy Access to the GBS WhatsApp Community 8 APSO / SABPP CPD points One month of free access to selected GBS CPD webinars Free access to the GBS Employment Equity Tool Practical workplace policy templates These resources are designed to help delegates apply the learning after the seminar, review workplace documentation and find relevant labour law information when new matters arise. What is Update BotBuddy? Update BotBuddy is a practical AI-powered resource available to registered ALLU 2026 delegates for six months. It can help delegates: Search for relevant labour law cases by topic Generate case summaries Draft practical checklists and policy clauses Export useful responses for future reference BotBuddy extends the value of ALLU 2026 beyond the seminar by helping delegates work with the case material covered in the programme. Who should attend #ALLU2026? The Annual Labour Law Update 2026 is designed for anyone responsible for workplace decisions, labour compliance or employment risk, including: HR executives and HR managers Employee relations and industrial relations practitioners Legal advisors and attorneys Business owners and executives Line managers Union representatives and shop stewards Payroll professionals Compliance officers Employment equity practitioners Consultants advising employers on labour law and workplace policy Why should employers attend #ALLU2026? Missing a significant judgment, amendment or compliance requirement can expose an organisation to disputes, penalties, inconsistent decision-making and avoidable cost. ALLU 2026 brings the relevant developments together in one practical programme. It gives employers and advisors the legal context, case analysis and implementation tools needed to make informed workplace decisions. At The Tipping Point , waiting for change to settle is no longer enough. The decisions employers make now will define what comes next. Register for the Annual Labour Law Update 2026 and prepare your organisation for the next phase of South African labour law, HR compliance and employment relations. Presented by Global Business Solutions (GBS) - Your Partner in Strategic HR Compliance All workshops are offered as customised in-house training that can be presented virtually or on-site. *All courses and conferences are subject to minimum delegate numbers. GBS is: Qualifying Small Enterprise Level 2 B-BBEE Contributor 53% Black Owned More than 51% Black Women Owned Download Brochure Manual Registration Form More about the presenters: Jonathan, AKA Johnny Goldberg Chairman, Global Business Solutions, Chartered Director, and Commissioner on the National Minimum Wage Commission Johnny is a renowned expert in South Africa’s labour law and regulatory landscape with over 30 years of experience. A trusted advisor and thought leader, Johnny has led high-level negotiations at plant, industry, and NEDLAC levels. Holding an MBA (Cum Laude), LLB, and Chartered Director status, he is a sought-after speaker and consultant on employment equity, wage negotiations, and business strategy. As a Commissioner on the National Minimum Wage Commission and Labour Market Convenor at NEDLAC, Johnny represents business interests in shaping national policy and transformation. Thembi Chagonda Joint-CEO, Global Business Solutions, and Employment Equity Commissioner Thembi, Joint CEO of Global Business Solutions, is one of South Africa’s leading HR consultants, with over 20 years of expertise in transformation, diversity, and skills development. A trusted advisor on BBBEE, Employment Equity, and HR compliance, Thembi holds a Bachelor of Social Science, a Postgraduate Diploma in Labour Law, and an Executive Certificate from Columbia Business School. As an Employment Equity Commissioner and industry leader, Thembi drives transformation initiatives, delivers impactful training, and shapes strategic HR solutions across sectors. Her leadership and contributions have positioned her as a key influencer in South Africa’s HR landscape. John Botha Joint-CEO, Global Business Solutions and CEO, Circle and Square John Botha is a highly regarded leader in workforce solutions, labour law, and strategic business transformation. As Joint CEO of Global Business Solutions, he brings decades of experience and has shaped South Africa's labour and employment landscape through his roles on the Employment Equity Commission and Essential Services Commission. A former Group Executive Director of South Africa's largest JSE-listed workforce solutions company at just 31, John has represented South Africa at the International Labour Organisation and led key labour law negotiations at NEDLAC. His academic credentials include a BCom Honours, a Postgraduate Diploma in Labour Law, and executive training from Columbia Business School and MIT. Renowned for his innovative strategies and transformative insights, John is a sought-after speaker and trusted advisor, helping organisations drive growth while navigating complex regulatory environments. Register Now Be the first to know about upcoming events—keep in touch on our socials: Oct 21, 2026, 9:00 AM – 3:30 PM GMT+2 Annual Labour Law Update - East London (#ALLU2026) / East London, East London, South Africa Register Now Oct 21, 2026, 9:00 AM – 3:30 PM GMT+2 East London, East London, South Africa #ALLU2026: Your Ultimate Guide to Labour Law Changes in South Africa Navigate the most impactful labour law shifts of the year with #ALLU2026—South Africa’s flagship legal update for HR, legal, and business professionals. From digital transformation and foreign national compliance to the latest... Share Oct 23, 2026, 10:00 AM – 11:00 AM GMT+2 AI wearables in the workplace: employee rights, employer obligations & policy controls / Virtual Event Register Now Oct 23, 2026, 10:00 AM – 11:00 AM GMT+2 Virtual Event Smart glasses, AI-enabled wearables and connected devices are creating new workplace opportunities—but also new questions around privacy, information protection, BYOD, monitoring, security and employee rights. This practical webinar helps employers establish clear rules for AI wearable technology... Share Oct 28, 2026, 9:00 AM – 1:00 PM GMT+2 CLAUDE for Employment Relations / Virtual Training Register Now Oct 28, 2026, 9:00 AM – 1:00 PM GMT+2 Virtual Training Claude for Employment Relations: AI for HR, ER & Labour Law Professionals Transform the way you work with Claude AI. This practical webinar shows HR, Employment Relations, Labour Relations and Compliance professionals how to use Claude to draft policies, analyse legislation, prepare disciplinary... Share Load More

AI wearables in the workplace: employee rights, employer obligations & policy controls Friday, 23 October 2026 | Virtual R950.00 (excl. VAT) Smart glasses, AI-enabled wearables and connected devices are creating new workplace opportunities—but also new questions around privacy, information protection, BYOD, monitoring, security and employee rights . This practical webinar helps employers establish clear rules for AI wearable technology, from prohibited and conditional uses to approval processes, incident response and accountability. Delegates will gain a structured approach to developing a risk-based AI Wearable Technology Policy and Procedure for today's workplace. Date: 23 October 2026 | Time: 10:00–11:00 | Platform: Zoom | Investment: R950 excl. VAT per delegate Great news, registrations are OPEN! Register Now Time & Location 23 October 2026, Friday, 10:00 - 11:00 Virtual About The Event AI-enabled wearable technology is moving into the workplace. Smart glasses, watches and other connected devices can capture information, process data and introduce new capabilities into employees' day-to-day work. For employers, however, their use raises an important question: what should employees be permitted to do with AI wearables at work, and where should the organisation draw the line? Businesses need clear rules that balance the potential benefits of wearable technology against information protection, workplace risk, employee rights and organisational responsibilities . This live webinar examines the practical controls organisations should consider when employees use AI wearable technology in the workplace. The session moves beyond general AI awareness and focuses specifically on creating a formal, risk-based AI Wearable Technology Policy and Procedure that gives employees, managers and decision-makers clear guidance. What the webinar covers Policy purpose and information protection: Establish the purpose of an AI wearable policy and an overriding information-protection rule to guide workplace use. Clear technology classifications: Develop a detailed framework distinguishing between prohibited, conditionally allowed and generally allowed uses of wearable technology. Specific prohibited-use rules: Identify circumstances in which AI wearables should not be used and establish rules employees can understand and apply. Six-part approval test: Apply a structured six-part test when deciding whether a proposed use of wearable technology should be conditionally approved. Nine-step employee workflow: Establish a clear process employees can follow when they want to introduce or use wearable technology at work. Employee-owned wearables and BYOD: Create separate controls for personally owned devices and Bring Your Own Device (BYOD) arrangements. Before, during and after-use controls: Manage risk throughout the full lifecycle of wearable technology use rather than relying only on initial approval. Accountability and decision rights: Establish a clear matrix defining who can approve, oversee and make decisions about workplace wearable technology. Incident response and enforcement: Determine what should happen when an AI wearable is misused, an incident occurs or workplace rules are breached. 90-day implementation roadmap: Develop a practical approach for introducing an AI Wearable Technology Policy and Procedure within the organisation. Why this matters for employers AI wearables introduce a different set of workplace considerations from conventional laptops and smartphones. Their ability to operate continuously and interact with the user's surroundings means organisations need to think carefully about where, when and how these technologies may be used . Simply banning every new device may prevent legitimate business applications, while allowing unrestricted use can expose an organisation to unnecessary risk. A structured policy gives employers a middle ground: clearly identifying unacceptable uses while establishing an approval process for legitimate applications. This webinar is therefore particularly relevant for organisations reviewing their AI policies, BYOD rules, information-protection controls and workplace technology governance as new AI-enabled devices enter the workplace. Who should attend? The webinar is relevant to HR and Employee Relations professionals, HR executives and managers, Legal and Compliance teams, Information Officers, IT and Information Security professionals, Risk Managers, business leaders and managers responsible for workplace technology, employee conduct or organisational policy. Event details Date: 23 October 2026 Time: 10:00–11:00 Format: Live online webinar Platform: Zoom Investment: R950 excl. VAT per delegate Contact: info@globalbusiness.co.za for more info. Presented by Global Business Solutions (GBS)—Your Partner in Strategic HR Compliance All workshops are offered as customised in-house training that can be presented virtually or on-site. *All courses and conferences are subject to minimum delegate numbers. GBS is: Qualifying Small Enterprise Level 2 B-BBEE Contributor 53% Black Owned More than 51% Black Women Owned Download Brochure Manual Registration Form More about the presenter: John Botha Joint-CEO of Global Business Solutions, EE Commissioner, CEO of Circle And Square & Former EE Commissioner John Botha is a highly regarded leader in workforce solutions, labour law, and strategic business transformation. As Joint CEO of Global Business Solutions, he brings decades of experience and has shaped South Africa's labour and employment landscape through his roles on the Employment Equity Commission and Essential Services Commission. 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